Master agreement
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- Article Description
- ARTICLE I DEFINITIONS
- ARTICLE III SALARY COMPENSATION 3.1 Schedule
- 3.3.B Health and Dental Insurance/Fringe Stipend/Health Reimbursement Account Benefit
MASTER AGREEMENT Between
Hall County School District 2
Also Known As Grand Island Public Schools
Board of Education And
The Grand Island Education Association Contract Year
2016 – 2017 2016–2017 Master Agreement 4/18/16
Page 2 Table of Contents
Description
Page
I. Definitions 3
II. Grievances 3
III. Salary Compensation 6
IV. Insurance 11
V. Leaves
13
VI. Elementary Preparation Time 17
VII. Extra-Standard Committee 17
Professional Growth Requirements for Faculty Members 17
IX. Open – Not Used – Held for Future Use 18
X. Miscellaneous Provisions 18
Appendices:
A 2016 – 2017 Salary Schedule 20
B Professional Growth Requirements for Faculty Members 21
2016–2017 Master Agreement 4/18/16
Page 3
The Grand Island Education Association, hereinafter referred to as the "GIEA" and the Board of Education of the Grand Island Public Schools, hereinafter referred to as the "District" hereby agree as follows:
Faculty Member: Certified staff and registered nurses who are employed by the District on a regularly scheduled basis and who either provide instruction or instructional support services, or nursing services. The term Faculty Member shall not include administrative employees, supervisory employees, substitute teachers, or members of the District's classified staff.
Grand Island Education Association or GIEA: The unincorporated association, which has been recognized as the exclusive bargaining agent for the 2016–2017 contract year for the bargaining unit composed of the Faculty Members defined in paragraph 1.1.
Board or District: The employer, who is the Board of Education for Hall County School District 2, a/k/a Grand Island Public Schools.
not require students and staff to report to school (not including compensatory days, reference Article V, Leaves).
Compensatory Day(s)/Time: Day(s)/Time scheduled for faculty members to be absent from school to compensate the Faculty Member for evening time spent for parent/teacher conferences. These day(s)/time(s) are to be scheduled on the master school district calendar(s) prepared by the Superintendent of Schools, or a designee.
under contract and having performed services and compensation for such services. ARTICLE II GRIEVANCES
Purpose: The purpose of this grievance procedure is to provide an opportunity for Faculty Members and the GIEA to address questions regarding the interpretation and application of the express terms of the collective bargaining agreement during the term of the contract and to encourage resolution of such matters at the lowest possible level.
application of the express terms of this agreement. Any grievance shall specify the express provision of the agreement, which is claimed to have been violated and set forth in detail the specifics of such alleged violation.
2016–2017 Master Agreement 4/18/16
Page 4 Grievant(s) shall mean the GIEA or one or more Faculty Members who are members of the bargaining unit represented by the GIEA and who initiate a grievance under this procedure. A Faculty Member can belong, but need not necessarily belong to the GIEA and, at that Faculty Member's choice, be represented or not represented by GIEA.
all communications concerning the grievance, after the grievance is formally submitted, shall be in writing and shall be considered confidential in nature.
shall mean calendar days except weekends and holidays. It is understood that during the summer months any change in grievance procedure shall be by mutual agreement of the parties in interest.
A. Should a Faculty Member
have a claim based upon an event or condition, which affects the Faculty Member’s welfare or morale, the Faculty Member may utilize the informal step and step one only. If the alleged grievance is not satisfactorily resolved the Faculty Member shall have the right to use normal administrative channels to solve the problem. The grievant may have a representative of the GIEA present at any level of the grievance procedure.
B. Decisions referred at level II, steps one, two, and three, shall be in writing and shall be transmitted promptly to all parties in interest and to the chairperson of the GIEA's professional rights and responsibility committee.
C. If the written grievance is not filed within thirty (30) calendar days after the Faculty Member
knew, or should have known, of the act or condition on which the grievance is based, then the grievance shall be waived.
D. Time Limits: Since it is important that a grievance be processed as rapidly as possible, the number of days indicated at each level shall be considered as a maximum, and every effort should be made to expedite the process. The time limit specified may, however, be extended by mutual written agreement. If a grievance is filed which might not be finally resolved under the time limits set forth herein prior to the end of the school year, and which if left unresolved until the beginning of the following school year could result in irreparable harm to the grievant, the time limit set forth herein shall be reduced to the extent possible so that the grievance procedure may be concluded prior to the end of the school year, or as soon thereafter as is practicable.
E. A grievance may be withdrawn at any level without prejudice or record. F. No reprisals of any kind shall be taken by the Board, or by any member of the administration, or by the association or its individual members, against any party in interest, any GIEA's professional rights and responsibility committee representative, or any other participant in the grievance procedure by reason of such participation.
G. The processing of all grievance documents, communications, and records shall be filed separately from the personnel files of the participants. 2016–2017 Master Agreement 4/18/16
Page 5
H. Forms for filing and processing grievances and other necessary documents shall be made available through the GIEA's building representatives, the superintendent's office, and the school office.
I. In order to prevent the filing of multiple grievances on the same question of interpretation or compliance where the grievance covers a question common to a number of Faculty Members, it shall be processed as a single grievance. Any group grievance shall set forth the names of the individual grievant(s) or the group, and the title and specific assignments of the people covered by the group grievance. A designated GIEA representative shall sign group grievances.
Procedures: A. Level I: (Informal)
1. If a Faculty Member feels that a grievance is present, the matter should first be discussed within thirty (30) days of the occurrence with the department chairperson, principal, or supervisor who has direct responsibility. The administrator or supervisor must give his/her answer orally within five (5) days of such meeting.
2. The grievant may have the assistance of a local professional rights and responsibility representative in efforts to resolve the problem informally.
B. Level II (Formal) 1. Step One a. If a grievant is not satisfied with the disposition of the problem, or if no decision has been submitted after five (5) days through the informal procedure, a formal grievance may be submitted in writing, to the principal or responsible administrator with a copy retained for the personal use of the grievant.
b. The principal or other responsible administrator shall, within three (3) days, submit a decision in writing to the grievant(s). A copy of the grievance shall be furnished to the superintendent and to the professional rights and responsibility representative if that representative was a party to the grievance.
a. If the grievant is not satisfied with the disposition of the grievance at step one, or if no written decision has been submitted within three (3) days after the presentation of the grievance, the written grievance may be filed with the superintendent within three (3) days after the decision at step one, or six (6) days after the grievance was presented, whichever is sooner.
b. The superintendent shall act for the administration at step two of the grievance procedure. Within ten (10) days after the receipt of the written appeal for the hearing with the superintendent, the superintendent shall meet with the grievant and representatives of the professional rights and responsibility committee for the purpose of resolving the grievance. A full record (tape recording recommended) of such hearing shall be kept by the superintendent 2016–2017 Master Agreement 4/18/16
Page 6 and made available to the parties involved upon written request. The superintendent, within five (5) days of the hearing, shall submit a decision, in writing to the grievant, with a copy to the GIEA professional rights and responsibility chairperson.
a. If the grievant is not satisfied with the disposition of the grievance at step two or if no decision has been submitted within five (5) days after the grievant has first met with the superintendent, the grievance may be filed with the Board.
b. Within twenty-five (25) days after receiving the written appeal, the Board, or a committee there from, shall meet with the grievant for a hearing for the purpose of resolving the grievance. A full record (tape recording recommended) of such hearing shall be kept by the Board and made available to the parties involved upon written request. The decision of the Board shall be rendered in writing within five (5) days of the hearing.
a. If the grievant is not satisfied with the disposition of the grievance at step three, or if a written decision has not been rendered within the time provided, the grievant within thirty (30) days of the Board's reply may notify the Board, in writing, of its intent to submit the grievance to the courts.
SALARY COMPENSATION
Schedule:
A. The negotiated salary schedule for the 2016–2017 Contract Year shall be attached to the Master Agreement which is attached hereto as Appendix A. Appendix A is hereby incorporated herein by this reference.
either 0 or 1 year of experience beginning with the 2014-2015 Contract Year, will be placed on Step 2 of the appropriate column (based upon degree and education).
A. Faculty Members can neither advance horizontally more than one salary column nor vertically more than one step in one fiscal year. A Faculty Member
who changes degree level can move to that degree level.
B. The Board reserves the right to retain any Faculty
Member at the current placement on the salary schedule. The reasons for such retention will be in written form and made a part of the teacher's personnel file. Any Faculty
Member placed on performance probation shall be afforded procedural due process.
C. The Board reserves the right to advance any Faculty Member on the tenure portion of the salary schedule.
2016–2017 Master Agreement 4/18/16
Page 7 3.3 Compensation:
1. Schedule Base Salary: The base salary used for purposes of the salary schedule for the 2016–2017 Contract Year shall be $34,210 (hereinafter referred to as the “Schedule Base”).
2. Flat Base Salary/Health and Dental
Insurance/Fringe Stipend/Health Reimbursement Account Benefit - Full Time Faculty Members Employed Prior to the 2008-2009 School Year (Available for Employees with a full-time-equivalency (FTE) of 1.0 or more only) (the “Flat Base”): Faculty Members employed prior to the 2008-2009 school year were provided the following one-time irrevocable election whether to continue to receive the “Flat Base Salary” provided to all Faculty Members prior to the 2008-2009 school and contract year, or receive the “Health and Dental Insurance/Fringe Stipend/Health Reimbursement Account Benefit” described herein at paragraph 3.3.B. effective beginning with the 2008-2009 contract year in an effort by the School District and GIEA to increase participation in the School District’s group health insurance plan to eventually eliminate premium surcharges assessed by the group health and dental insurance carrier and paid by Faculty Members, to-wit:
a.
Election of Flat Base Salary: Faculty members employed prior to the 2008- 2009 school year having made an irrevocable election to continue to receive the “Flat Base Salary”, in addition to their Schedule Base compensation shall receive an additional Flat Base of $7,500 subject to paragraph c. below; such irrevocable election shall have been made prior to the effective date of this 2016-2017 negotiated agreement and shall be binding and effective for the balance of the faculty member’s employment with the School District unless modified by the terms of a subsequent negotiated agreement.
b. Election of Health and Dental Insurance Fringe Stipend/Health Reimbursement Account: Faculty members employed prior to the 2008-2009 school year having made an irrevocable election to not receive the Flat Base Salary and instead receive the “Health and Dental Insurance/Fringe Stipend/Health Reimbursement Account Benefit”, in addition to their Schedule Base compensation shall receive the Health and Dental Insurance/Fringe Stipend/Health Reimbursement Account Benefit set forth in paragraph 3.3.B; such irrevocable election shall have been made prior to the effective date of this 2016-2017 negotiated agreement and shall be binding and effective for the balance of the faculty member’s employment with the School District unless modified by the terms of a subsequent negotiated agreement.
c. Declination of Health and Dental Insurance/Fringe Stipend/Health Reimbursement Account Option. In consideration of the School District and Association agreeing to continue the Flat Base notwithstanding potential penalties under the Patient Protection and Affordable Health Care Act (PPACA), a Faculty Member electing to decline to participate in the Health and Dental Insurance/Fringe Stipend/Health Reimbursement Account Option (H&D/FS/HRA Option) set forth in paragraph 3.3.B. below shall not be permitted to decline to participate in the H&D/FS/HRA Option unless said Faculty Member has filed with the superintendent's office on the form provided by the School District an agreement providing:
2016–2017 Master Agreement 4/18/16
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(i) for an individual disclaimer which certifies that said Faculty Member is covered by alternate health insurance coverage which provides at least “Bronze Level” health insurance coverage as defined under PPACA;
(ii) that should the employee fail to obtain and maintain health insurance coverage as required by subparagraph (i) above at any time during the term of this Negotiated Agreement, and the School District incurs a penalty of any kind under the PPACA, the Faculty Member shall be deemed to have permanently waived his/her rights to decline health insurance coverage and receive a Flat Base Salary, and shall be required to enroll for the Employee “self- only” coverage under the School District’s group health insurance during the open enrollment period for such group plan for the ensuing contract year, and all subsequent contract years.
3. Flat Base Salary – Faculty Members Whose Employment Commenced During the 2008-2009 school year and thereafter: Faculty Members whose employment commenced at any time during the 2008–2009 school year and thereafter, were not, and shall not be, eligible to receive a Flat Base Salary.
4. Flat Base Salary – Part-Time Faculty Members (Employees with an FTE of less than 1.0):
a. Part-Time Faculty Members Employed Prior to the 2008-2009 School Year: Faculty members employed prior to the 2008-2009 school year with an FTE of less than 1.0 may elect the Flat Base Salary or the H&D/FS/HRA Option provided under subparagraphs 3.3.A, 2. a. or b. above, on a pro rated basis according to their FTE.
b. Part-Time Faculty Members Whose Employment Commenced During the 2009-2010 School Year: No Flat Base will be paid to Faculty Members with an FTE of less than 1.0 whose employment commenced with the 2008 – 2009 Contract Year and thereafter.
1. Health and Dental Insurance Plan Type and Participation in Plan.
a. Health and Dental Insurance Plan Type: The School District shall provide health and dental insurance coverage equal to the Educators Health Alliance (EHA) health insurance plan described as the Blue Preferred $900 Deductible/$2,000 Deductible Dual Choice Plan and EHA dental insurance plan described as the PPO - 80% A & B, with 50% C coverage at the premium cost established annually for such insurance by the health insurance carrier selected by the School District to provide group health and dental insurance coverage annually; the School District’s contribution toward the premium cost of health and dental insurance coverage and/or the fringe benefit stipend shall be prorated for Faculty Members with an FTE (full-time-equivalency) of less than 1.0 on the basis of such FTE.
2. Faculty Members Employed Prior to the 2008-2009 School Year. 2016–2017 Master Agreement 4/18/16
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a. Health and Dental Insurance/Fringe Stipend/Health Reimbursement Account Option – Full-Time Faculty Members (Employees with an FTE of 1.0 or more):
(1) Full-Time Faculty Members Employed Prior to the 2008-2009 School Year: Full-time Faculty Members employed prior to the 2008-2009 school year who have made the irrevocable election prior to the 2016-2017 school fiscal year and the EHA plan year to enroll in the H&D/FS/HRA Option shall be provided the $2,000 Deductible BC/BS EHA Health and Dental Insurance Plan, and shall receive an annual fringe benefit stipend equal to $1,481.76 (the difference between the annual EHA plan “Employee” School District provided $2,000 Deductible of the Blue Preferred Health and Dental Coverage cost for the 2016-2017 fiscal year and $7,500) paid in twelve (12) equal installments during the 2016-2017 contract year, PLUS a contribution to a Health Reimbursement Account (HRA) established for each Faculty Member making such election in the annual sum of $1,315, with such payment to be made by the School District to the Faculty Member’s HRA account on or before October 15 of each fiscal and contract year. An election by a Faculty Member to receive the Health and Dental Insurance/Fringe Stipend/Health Reimbursement Account shall be irrevocable, and the Faculty Member shall not be eligible to receive the Flat Base at any time in the future. Faculty Members may elect to enroll in the $900 deductible plan under the Dual Choice option, and have the balance of the premium costs paid from his/her HRA account and/or Fringe Benefit Stipend per a salary reduction agreement with the School District.
(2) Part-Time Faculty Members Employed Prior to the 2008-2009 School Year: Part-time Faculty Members employed prior to the 2007-2008 school year having an FTE of .5 or more
who have made the irrevocable election prior to the 2016-2017 school fiscal year and the EHA plan year to enroll in the H&D/FS/HRA Option described in paragraph 3.3.B.2.a.(1) above, shall be provided such benefit option calculated and determined as follows: Total Benefit Cost = $8,815 x (FTE of .____) = Total Benefit Dollars available to Part-Time Faculty Member; the Total Benefit Dollars shall be first applied to the payment of the premium costs for the health and dental insurance deductible under the Dual Choice Plan elected by the Faculty Member (either $900 deductible or $2,000 deductible), with any balance of the Total Benefit Dollars remaining after payment of the full cost of the health and dental insurance premium to be paid into the HRA account established for such Faculty Member, and with any remaining balance of the Total Benefit Dollars after the full contribution into the HRA account of $1,315, to be paid to the Faculty Member as a Fringe Stipend. An election by a Part-time Faculty Member to receive the Health and Dental Insurance/Fringe Stipend/Health Reimbursement Account shall be irrevocable, and the Faculty Member shall not be eligible to receive the Flat Base at any time in the future. Faculty Members may elect to enroll in the $900 deductible plan under the Dual Choice option, and have the balance of the health and dental insurance premium cost paid from his/her HRA account and/or Fringe Benefit Stipend per a salary reduction agreement with the School District.
3. Faculty Members Employed for the 2008-2009 School Year and Thereafter.
(a) “Health and Dental Insurance/Fringe Benefit” Stipend – Full-Time Faculty Members (Employees with an FTE of 1.0 or more): 2016–2017 Master Agreement 4/18/16
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(1) Full-Time Faculty Members Employed for the 2008-2009 school year and Thereafter Electing Health and Dental Insurance: Full-time Faculty Members employed for the 2008-2009 school year and thereafter, and electing to enroll in the School District provided $2,000 Deductible of the BC/BS EHA Health and Dental Insurance Plan provided by the district, shall receive an annual fringe benefit stipend equal to $1,481.76 (the difference between the annual EHA plan “Employee” School District provided $2,000 Deductible of the Blue Preferred Health and Dental Coverage cost for the 2016-2017 fiscal year and $7,500) paid in twelve (12) equal installments during the 2016-2017 contract year.
(2) Full-Time Faculty Members Employed for the 2008-2009 school year and Thereafter Not Electing Health and Dental Insurance: Full-time Faculty Members employed for the 2008-2009 school year and thereafter electing not to enroll in the BC/BS EHA Health and Dental Plan shall not receive a fringe benefit stipend amount.
3.3.C Stipend(s) (paid as a supplemental) Download 266.14 Kb. Do'stlaringiz bilan baham: |
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